PROVINCIAL AGREEMENT

Transcription

1 PROVINCIAL AGREEMENT b e t w e e n The Health Science Professionals Bargaining Association a n d April 1, 2012 March 31, 2019

2 PROVINCIAL AGREEMENT between THE HEALTH SCIENCE PROFESSIONALS BARGAINING ASSOCIATION and April 1, 2012 March 31, 2019

3 i TABLE OF CONTENTS ARTICLE 1 DEFINITIONS... 1 ARTICLE 2 PURPOSE OF AGREEMENT... 2 ARTICLE 3 DEFINITION OF EMPLOYEE STATUS & BENEFIT ENTITLEMENT Regular Full-time Employees Regular Part-time Employees Casual Employees Casual to Regular Status Increment Determination Employee Working Concurrently for More than One Employer... 6 ARTICLE 4 MANAGEMENT RIGHTS General Rights Direction of Employees Employer Rules... 6 ARTICLE 5 UNION RECOGNITION, RIGHTS AND SECURITY The Union As Exclusive Bargaining Agent Maintenance of Membership Membership of New Or Porting Employees Dues Authorization Dues Check-off and Initiation Fee Membership and Dues Authorization Forms Amount of Dues and Fees Bargaining Unit Information Union Stewards and Records Union Staff Retention of Benefits Short Term Leave Negotiations and Essential Services Executive Council Member Union Employment Legal Picket Line... 9 ARTICLE 6 MEDICAL EXAMINATION, PROBATION, ANNIVERSARY DATE AND SENIORITY Medical Examination and Immunization Probation Anniversary Date Seniority Bargaining Unit Employees in Positions Outside the Bargaining Unit ARTICLE 7 GRIEVANCE PROCEDURE Discussion of Differences Fair Procedures Resolution of Differences Resolution of Employee Dismissal Disputes Policy Grievance... 12

4 ii 7.06 Time Limits ARTICLE 8 ARBITRATION Arbitration Principles Full Arbitration Process Employee Dismissal/Suspension Fast-Track Arbitration Process Expedited Arbitration Process ARTICLE 9 VACANCY POSTING...15 ARTICLE 10 PROMOTION, DEMOTION, TRANSFER OR LAY-OFF Application of Seniority Promotional Increase Relieved of Promotion or Transfer Demotion Displacement and Bumping Process Retention of Seniority and Benefits on Lay-Off Lay-Off Temporary Assignment ARTICLE 11 NEW AND RECLASSIFIED POSITIONS...20 ARTICLE 12 RESIGNATION Resignation Regular Employees ARTICLE 13 SEVERANCE ALLOWANCE Severance Allowance Application of Portability to Severance Allowance ARTICLE 14 JOB SECURITY AND TECHNOLOGICAL CHANGE Notice Technological Change - Lay-off Amalgamation Contracting Out Voluntary Solutions ARTICLE 15 LEAVE COMPASSIONATE...23 ARTICLE 16 LEAVE COURT DUTY...23 ARTICLE 17 LEAVE EDUCATION...23 ARTICLE 18 MATERNITY AND PARENTAL LEAVE Maternity Leave Parental Leave Parental Leave Special Circumstances Benefits Continuation Notice Required Return to Employment Bridging of Service Supplemental Employment Benefits Plan Casual Employees... 28

5 iii ARTICLE 19 LEAVE SICK Accumulation Record of Accumulation Qualifying Time Proof of Sickness Benefits Accrued Expiration of Credits Enforceable Legal Claims Additional Leave Appointments Notice Required Specialist Appointments Cash-in of Sick Leave Credits Voluntary Treatment Leave Workers' Compensation ARTICLE 20 LEAVE SPECIAL Accumulation Application ARTICLE 21 LEAVE STATUTORY HOLIDAYS Statutory Holiday Entitlement Statutory Holiday Falling Within a Vacation Scheduled Statutory Holiday Rescheduled With Insufficient Notice Work On A Calendar Statutory Holiday Work On A Rescheduled Statutory Holiday Christmas Day or New Year's Day Off Super Stats ARTICLE 22 LEAVE UNPAID...33 ARTICLE 23 LEAVE VACATION Cut-Off Date Employees With Less Than One Year Of Service Termination of Employment Vacation During Summer Months Vacation Earned During Vacation Vacation Qualifying Time Annual Vacation Entitlement Supplementary Vacation Entitlement Vacation Scheduled According to Seniority Reinstatement of Vacation Days Sick Leave Vacation Carryover for Parents ARTICLE 24 HOURS OF WORK Meal Period Assignment of Additional Shifts Daylight Savings ARTICLE 25 OVERTIME Authorized Overtime... 38

6 iv Approval of Overtime Overtime Rates ARTICLE 26 TRANSPORTATION ALLOWANCE AND TRAVEL EXPENSE...39 ARTICLE 27 SHIFT WORK Shift Premium Shift Posting Voluntary Shift Exchange ARTICLE 28 ON-CALL AND CALL-BACK On-Call Premium Call-Back Pay Call-Back Definition Call-Back Travel Allowance Statutory Requirement Insufficient Off-Duty Hours Pagers On-Call Telephone Consultation ARTICLE 29 PORTABILITY OF BENEFITS Transfers Benefits Portable Benefits Not Portable Effective Date Medical, Dental, Extended Health and Long Term Disability Insurance Plan Coverage Transfer From Another Unit Same Employer ARTICLE 30 PREVIOUS EXPERIENCE...43 ARTICLE 31 RELIEF Relief ARTICLE 32 SUPERIOR BENEFITS...44 ARTICLE 33 JOB DESCRIPTIONS...44 ARTICLE 34 HEALTH AND WELFARE COVERAGE Medical Coverage Extended Health Care Coverage Dental Coverage Dependents Long Term Disability (LTD) Group Life Insurance Casual Employees... 47

7 v ARTICLE 35 MUNICIPAL PENSION PLAN COVERAGE...47 ARTICLE 36 UNIFORMS...47 ARTICLE 37 GENERAL PROVISIONS Exempt and Save Harmless Isolation Allowance Personal Property Damage Pay Cheques or Deposit HEABC/Health Science Professionals Bargaining Association Printing Costs General Provisions ARTICLE 38 SAFETY AND OCCUPATIONAL HEALTH Promotion of Safe Work Habits Occupational Health and Safety Committee Employee Safety Aggressive Patients/Residents/Clients Workload ARTICLE 39 NO HARASSMENT...51 ARTICLE 40 EMPLOYEE EVALUATION AND RECORDS Performance Evaluation Employee Access to Files ARTICLE 41 EFFECTIVE AND TERMINATION DATES...52 PROVISIONS OF THE WAGE SCHEDULE...55 HEALTH SCIENCE PROFESSIONAL JOB RATES...57 INDUSTRY-WIDE MISCELLANEOUS RATES (GENERAL)...60 WAGE SCHEDULE...65 CLASSIFICATION DEFINITIONS...85 OPERATING INSTRUCTIONS...86 APPENDICES LISTING OF ADDENDUM, MEMORANDA, LETTERS OF INTENT, LETTERS OF UNDERSTANDING, LETTERS OF AGREEMENT, AND ATTACHMENTS APPENDIX 1 MEMORANDUM OF AGREEMENT Re: Occupational Health and Safety Agency for Healthcare APPENDIX 2 LETTER OF INTENT Re: Employee Assistance Plans APPENDIX 3 LETTER OF INTENT Re: Salary Deferment Leave Plan

8 vi APPENDIX 4 MEMORANDUM OF UNDERSTANDING Re: PEA Classifications covered by the May 12, 1997 Memorandum of Agreement between the Professional Employees Association and the Public Service Employee Relations Commission with respect to Licensed Psychologists and Pharmacists APPENDIX 5 MEMORANDUM OF AGREEMENT Re: Article Leave Workers' Compensation Entitlement to Leave APPENDIX 6 MEMORANDUM OF AGREEMENT Re: Article Hours of Work (Note: This MOA is no longer applicable upon implementation of the 37.5 hour work week) APPENDIX 7 MEMORANDUM OF AGREEMENT Re: Extended Work Day or Extended Work Week APPENDIX 8 MEMORANDUM OF UNDERSTANDING Re: Job Sharing APPENDIX 9 MEMORANDUM OF UNDERSTANDING Re: Overtime Payments APPENDIX 10 MEMORANDUM OF UNDERSTANDING Re: Enhanced Disability Management Program APPENDIX 11 MEMORANDUM OF UNDERSTANDING Re: Long Term Disability Plan Effective August 4, APPENDIX 12 MEMORANDUM OF UNDERSTANDING Re: Long Term Disability Trust #1 and # HBT/Non-HSA Paramedical Professional LTD Plan APPENDIX 13 MEMORANDUM OF UNDERSTANDING Re: Return-To-Work Committee APPENDIX 14 MEMORANDUM OF UNDERSTANDING Re: Return-To-Work Program APPENDIX 15 MEMORANDUM OF UNDERSTANDING Re: New Certifications APPENDIX 16 MEMORANDUM OF UNDERSTANDING Re: Market Adjustment Premium Re: Recruitment and Retention Committee APPENDIX 17 MEMORANDUM OF UNDERSTANDING Re: Joint Benefits Review Committee

9 vii APPENDIX 18 MEMORANDUM OF UNDERSTANDING Re: Contracting Out APPENDIX 19 - MEMORANDUM OF UNDERSTANDING Re: Seniority Consolidation and Merger of Certifications APPENDIX 20 MEMORANDUM OF UNDERSTANDING Re: Geographic Areas APPENDIX 21 MEMORANDUM OF UNDERSTANDING Re: Classification Redesign Committee APPENDIX 22 MEMORANDUM OF UNDERSTANDING Re: Joint Classification Committee APPENDIX 23 MEMORANDUM OF UNDERSTANDING Re: Classification System Implementation APPENDIX 24 MEMORANDUM OF UNDERSTANDING Re: Interim Classification Modifications APPENDIX 25 MEMORANDUM OF UNDERSTANDING Re: Multi-Employer Steward APPENDIX 26 MEMORANDUM OF UNDERSTANDING Re: Early Accommodation Measures for Employees APPENDIX 27 MEMORANDUM OF UNDERSTANDING Re: Transition to 37.5 Hour Work Week APPENDIX 28 MEMORANDUM OF UNDERSTANDING Re: Requirement to Join and Maintain Membership in Professional Bodies as a Condition of Employment APPENDIX 29 MEMORANDUM OF UNDERSTANDING Re: Disability Management Representatives APPENDIX 30 MEMORANDUM OF UNDERSTANDING Re: EDMP Representatives APPENDIX 31 MEMORANDUM OF UNDERSTANDING Re: Expedited Arbitration Process for Classification APPENDIX 32 LETTER OF UNDERSTANDING Re: Early Retirement Incentive Benefit APPENDIX 33 LETTER OF UNDERSTANDING Re: Improving Quality and Safety through the Appropriate Use of On-call and Call-backs

10 viii APPENDIX 34 LETTER OF AGREEMENT Re: Professional Development Fund APPENDIX 35 LETTER OF AGREEMENT Re: Joint Strategic Partnership Committee APPENDIX 36 LETTER OF AGREEMENT Re: Compensation Bargaining Comparability APPENDIX 37 LETTER OF AGREEMENT Re: Economic Stability Dividend APPENDIX 38 LETTER OF AGREEMENT Re: Health and Welfare Benefits APPENDIX 39 LETTER OF AGREEMENT Re: PharmaCare Tie-In ATTACHMENT A Worksites SUBJECT INDEX

11 1 ARTICLE 1 DEFINITIONS The Association means The Health Science Professionals Bargaining Association, 180 East Columbia Street, New Westminster, British Columbia V3L 0G7 Calendar Statutory Holiday means the actual named day, e.g., Christmas Day, December 25. Certification means the Certification awarded by the Labour Relations Board of British Columbia to any of the unions comprising the Health Science Professionals Bargaining Association. Classification means one of the grades within a health science professional group listed in the Wage Schedules of this Agreement. Comparable means that the regularly scheduled hours of work differ by no more than 0.2 full time equivalent (FTE) from the regularly scheduled hours of an employee s current position. Day Shift means a shift in which the major portion occurs between 0800 hours and 1600 hours. Employee means an employee covered by the Certification. Employer means the HEABC Member Hospital or Health Organization named in the Certification. Evening Shift means a shift in which the major portion occurs between 1600 hours and 2400 hours. HEABC means the Health Employers Association of British Columbia. Hourly Rate means an employees' monthly salary multiplied by 12 and divided by (261 work days X 7.2). Effective September 1, 2013, hourly rate means an employees monthly salary multiplied by 12 and divided by (261 work days X 7.5). Note: September 1, 2013 is used throughout the Provincial Agreement as the date of implemenation of the 37.5 hour work week as a convenience. This should be read as the actual implementation date which may have been before September 1, 2013 or in the case of Northern Health Authority as late as November 1, Increment Step means the annual gradation of monthly salaries within a classification, as set out in the Wage Schedules of this Agreement. Night Shift means a shift in which the major portion occurs between 2400 hours and 0800 hours. Overtime means authorized services performed by an employee in excess of the normal daily full shift hours or weekly full shift hours as set out in Article Scheduled Statutory Holiday means the day scheduled by the Employer as the paid day off to be taken on or in lieu of a calendar statutory holiday. Seniority is as defined in Article 6.04.

12 2 Spouse includes a person living with an employee as a spousal partner for a period of not less than two (2) years. Steward means an employee of the employer designated by the Union to act as local representative. Union means the constituent unions in the Health Science Professionals Bargaining Association. Weekend means the period between 2400 hours Friday and 2400 hours Sunday for the purposes of Article ARTICLE 2 PURPOSE OF AGREEMENT 2.01 The purpose of the Agreement is to maintain a harmonious and mutually beneficial relationship between the Employer and its employees and between the Employer and the Union, and to set forth certain terms and conditions of employment relating to remuneration, hours of work, benefits and general working conditions affecting employees covered by the Agreement The parties to the Agreement share a desire to provide quality care in British Columbia Hospitals and Health Organizations, to maintain professional standards, to promote the wellbeing and increased efficiency of employees so that the people of British Columbia will be well and effectively served and to establish within the framework provided by law, an effective and professional working relationship. ARTICLE 3 DEFINITION OF EMPLOYEE STATUS & BENEFIT ENTITLEMENT For the purpose of this Article "regularly scheduled" means any combination of shifts scheduled in advance and issued by the Employer (Reference: Article 27.02: Shift Posting). Employees at the commencement of their employment and at all times will be kept advised by the Employer into which of the following categories they are assigned Regular Full-time Employees Regular full-time employees are those who are regularly scheduled to work the full hours of work as provided in Article 24.01, in shifts ranging between seven point two (7.2) hours and eight (8) hours inclusive, or equivalent. (For shifts in excess of eight (8) hours, see Memorandum of Agreement Extended Work Day or Extended Work Week.) Effective September 1, 2013, shift length for full hours of work as provided in Article will be seven point five (7.5). (For shifts in excess of seven point five (7.5), see Memorandum of Agreement Extended Work Day or Extended Work Week.) Benefit Entitlement Regular full-time employees accumulate seniority and are entitled to all benefits of this Agreement Regular Part-time Employees Regular part-time employees are those who are regularly scheduled on a consecutive week to week basis, and who work less than 36 [37.5 effective September 1, 2013] hours per week.

13 3 Benefit Entitlement Regular part-time employees accumulate seniority and are entitled to all benefits of this Agreement, except the following benefits will be provided on a proportionate basis: (a) Article 13: Severance Allowance, (b) Article 17: Leave - Education, (c) Article 19: Leave - Sick, 19.01: Accumulation, 19.05: Benefits Accrued, 19.11: Specialist Appointments, (d) Article 20: Leave - Special, (e) Article 21: Leave - Statutory Holidays, 21.01: Statutory Holiday Entitlement, (f) Article 22: Leave Unpaid 22.02: (g) Article 23: Leave - Vacation, 23.07: Annual Vacation Entitlement, (h) Article 37: General Provisions, 37.02: Isolation Allowance, (i) Provisions of the Wage Schedule, (3): Qualification Differential Casual Employees Circumstances Where Casual Employees Can Work Casual employees are employed to work in the following capacities: (1) on a call-in basis and not regularly scheduled; or (2) in a temporary workload situation; or (3) relief in a specific position. This does not include relief in a succession of specific positions which are anticipated to equal or exceed, in aggregate, four months duration. Wage and Benefit Entitlement Casual employees are entitled only to the following provisions of the Collective Agreement: (a) Wage Entitlement (i) A casual who is a new employee will be placed on the appropriate increment step according to previous experience. (ii) Casual employees who have been placed on an increment step move to the next step upon completion of a total of [ effective September 1, 2013] hours worked for that employer at that increment step and for another health care employer signatory to the master agreement during the same period. In the case of hours worked for another employer, the hours must be worked within the Union bargaining unit and the employee shall have the onus of providing written verification of hours worked and employers will cooperate in providing verification promptly upon request. Credit for such hours will be effective the date the employer receives the verification. (iii) A regular employee who terminates their employment and is rehired by the same employer as a casual employee within 30 calendar days shall retain the same increment step held as a regular employee and be credited with the appropriate hours spent at that step.

14 4 (b) (iv) A regular employee who, at the Employer's discretion, transfers to casual status shall retain the same increment step attained as a regular employee and be credited with the appropriate hours worked at that step. Benefit Entitlement (i) Premium and Allowances Casual employees will be paid any earned shift differential, overtime, telephone consultation, on-call, call-back and call-back travel allowance pay. (ii) Health and Welfare Coverage Upon completion of one hundred and seventy-two point eight (172.8) [one hundred and eighty (180) effective September 1, 2013] hours, casual employees shall be given the option to enrol in the following benefit plans: (a) medical services plan; (b) dental plan; (c) extended health plan. An employee who makes an election under this provision must enrol in each and every of the benefit plans and shall not be entitled to except any of them. Where a casual employee subsequently elects to withdraw from the benefit plans or fails to maintain the required payments, the Employer shall terminate the benefits and the employee shall not be permitted to re-enrol. Benefit Premium Refund Subject to the following conditions, casual employees shall, on enrolment in the aforementioned benefit plans, be entitled to an annual lump sum refund paid by the employer at the appropriate rate for the coverage obtained. Such payment is a reimbursement for each monthly benefit premium paid by the employee to a maximum of twelve (12) months. (a) In order to be eligible, casuals, once enrolled in the plan, must have worked [ effective September 1, 2013] hours with the Employer. The hours may be accumulated while working either as a casual or while filling a temporary vacancy of four (4) months or longer during the yearly period October 1 to September 30. (b) The employer shall pay eligible employees the lump sum refund by November 1 of each year. (c) Employees failing to attain [ effective September 1, 2013] hours as an enrolled casual employee in any one year period as specified above, regardless of their date of enrolment in the plans, shall not be entitled to a refund. (d) Should a casual employee enrol in the plans subsequent to September 15 of any year, eligibility for a refund at the appropriate rate shall be limited to the number of months paid by the employee. (iii) Vacations and Statutory Holidays Casual employees shall receive 12.6% of their straight time pay exclusive of all premiums, in lieu of scheduled vacations and statutory holidays. Casual employees are entitled to the following premium rates of pay on statutory holidays: A casual employee who works on a statutory holiday listed in Article shall be paid two (2) times her/his rate of pay. A casual employee who works on a statutory holiday, listed in Article 21.07, shall be paid two and one-half (2.5) times her/his rate of pay.

15 5 Casual employees who work on a statutory holiday are not entitled to another day off with pay. (iv) Overtime - Statutory Holidays A casual employee who works overtime on any statutory holiday as outlined in Article shall be paid overtime in accordance with Article 25.03(c). (v) Seniority Casual employees will be entitled to accumulate seniority in accordance with Article 6.04: Seniority. Casual employees will be entitled to use such seniority when applying for vacancies in regular staff positions. (vi) Grievance and Arbitration Casual employees have access to the grievance and arbitration procedures (Reference: Article 7: Grievance procedure, Article 8: Arbitration.) (vii) Other Provisions Casual employees shall be covered by the following clauses of the Collective Agreement: 6.02 Probation 24.01,.02,.05,.06,.07,.09 Hours of Work 30 Previous Experience 36 Uniforms Exempt and Save Harmless Personal Property Damage 38 Safety and Occupational Health 39 No Harassment 40 Employee Evaluation and Records (viii) Leave Court Duty (Article 16.02) A casual employee is entitled to paid leave for court duty where the employee is appearing as a representative or on behalf of the employer Casual to Regular Status Increment Determination A casual employee who becomes a regular employee will be paid the higher increment which results from either: recognition of casual experience at one increment for every hours worked prior to September 30, 1993 and after September 1, 2013 for every hours worked after September 30, 1993 and before September 1, 2013 as a casual in the health organization * or recognition of previous experience under Article 30. or recognition of portability under Article 29. * Total hours worked (for hours before the first pay period prior to September 30, 1993 and after the first pay period prior to September 1, 2013) + * Total hours worked (for hours worked after the first pay period prior to September 30, 1993 and before the first pay period prior to September 1, 2013)

16 6 If the remainder exceeds seventy-eight (78) [eighty-one (81) effective September 1, 2013] hours, the employee will be given credit for a full month. If the remainder is seventy-eight (78) [eighty-one (81) effective September 1, 2013] hours or less, the employee will not be given credit for the month. An employee who is transferring from casual to regular employment who previously worked as a regular employee shall be credited with the service, and the vacation, sick leave, severance and special leave benefits and entitlement earned in the previous period or periods of regular employment Employee Working Concurrently for More than One Employer A regular employee who works concurrently in two (2) or more HEABC member health organizations, by prior arrangement between the Employers, shall receive the benefits provided by the Agreement that the employee would receive if the employee's total hours of work were accumulated with a single Employer. ARTICLE 4 MANAGEMENT RIGHTS 4.01 General Rights The management of the Health Organization is vested exclusively in the Employer. All functions, rights, powers and authority which the Employer has not specifically abridged, delegated or modified by the Agreement are recognized by the Association as being retained by the Employer Direction of Employees The direction of employees, including the hiring, dismissal, promotion, demotion and transfer of employees, is vested exclusively in the Employer except as may be otherwise specifically provided in this Collective Agreement Employer Rules Employees shall be governed by rules adopted by the Employer and publicized on notice boards, or by general distribution, provided that such rules are not in conflict with the Agreement. ARTICLE 5 UNION RECOGNITION, RIGHTS AND SECURITY 5.01 The Union As Exclusive Bargaining Agent The Employer recognizes the Association as the exclusive bargaining agent for all employees for whom the Union has been certified as bargaining agent Maintenance of Membership Employees covered by the Certification who, at the effective date of the Agreement were members of the Union, shall maintain their membership in good standing as a condition of continuing employment Membership of New Or Porting Employees From the effective date of this Agreement new employees covered by the Certification shall become members of the Union and shall maintain membership in good standing in the Union as a condition of continuing employment.

17 7 Employees affected by the portability provisions of this Agreement shall become members and/or maintain membership in the Union as of the first day of their employment with the new Employer and shall maintain membership in good standing in the Union as a condition of continuing employment Dues Authorization Employees covered by the Certification shall as a condition of continuing employment authorize deductions from their monthly salary of union dues, or the amount equivalent to dues. Failure to authorize such deductions shall constitute cause for dismissal Dues Check-off and Initiation Fee The Employer agrees to the check-off of Union monthly dues and initiation fees and shall remit such dues and fees to the Union within twenty-eight (28) calendar days from the date of deduction. Dues shall be effective from the first day of employment. Monies owing to the Union for dues shall be remitted, where the employer has the systems support, and where there is no additional cost to the employer, through electronic transfer. The following information will be provided for each dues remittance: (a) Dates for which dues are collected (b) Name of employee (c) (d) Name of facility or collective agreement employer Unique employee identifier All dues and fees, with the exception of the initiation fee, shall be expressed and calculated as a percentage of earnings as defined by the Union. The Union shall inform the Employer in writing sixty (60) days in advance of any change in the percentage to be applied against earnings for dues and fees. The effective date of such a change will be the first pay period following the sixty (60) days notice. The definition of total earnings as defined by the Union may only change once per Collective Agreement year. The Employer shall supply each employee, without charge, a receipt for income tax purposes shown on the T4 slip in the amount of the deductions paid to the Union by the employee in the previous tax year. Such receipts shall be provided to the employee prior to March 1 of the succeeding year Membership and Dues Authorization Forms The Employer shall ensure that Application for Membership forms as well as Dues Authorization forms are signed by new employees at the earliest possible date following their commencement of employment Amount of Dues and Fees The Union(s) shall inform the Employer in writing sixty (60) days in advance of any change in the amount of dues or initiation fees to be deducted from each employee Bargaining Unit Information (a) The Employer shall provide the Union designate and the Union Steward monthly, with lists of new, resigned and terminated employees, or a system as mutually agreed between the Employer and the Union. The list shall specify whether the employees are regular or casual and the date of their commencement or termination of employment. (b) By January 31 of each year, the Employer shall provide the Union head office with an up to date seniority list, including the classification (and level) and status of each employee, posted FTE, the telephone number and the mailing address of each employee according to the Employer s records. Where the Employer has a consolidated record of the employees

18 8 grades and/or increments, or where such information can be readily compiled, the Employer shall provide this information to the Union head office Union Stewards and Records (a) The Union shall advise the Employer in writing of the names of the Union Stewards. The Employer shall not be required to recognize any Steward until it has been so notified. (b) (c) The Union Stewards shall be allowed reasonable time while on duty without loss of salary consistent with the operational requirements of the employer to perform the following duties: Investigating complaints of an urgent nature, Processing grievances, under Article 7, Attending labour/management meetings, Accompanying an employee, at her/his request at a meeting called by the employer, where disciplinary action is anticipated, consistent with Article 7.02, Meeting with new employees as a group during the orientation program at which the steward shall provide new employees with the name, location and work phone number (if applicable) of the steward, and Supervising ballot boxes and other related functions during ratification votes. Stewards who attend labour management meetings outside of scheduled work hours shall be paid at straight time rates for time spent at the meetings. The Employer will make a reasonable effort to accommodate space for the storage of secure union records Union Staff The Union will inform the Employer whenever any Union Staff or designate intend to visit the Employer's place of business. Such Staff shall be granted access to the Employer's premises upon the prior consent of the Employer, which consent shall not be unreasonably withheld. Such visits will be completed in as short a time as possible so that the normal operation of the Employer will not be unduly disturbed Retention of Benefits Union leave under the following four (4) sections will be unpaid. The Employer will maintain regular pay and bill the Union for the costs of the employee s salary and benefits. If the Union member is part-time or casual, and the leave is greater than their normal work hours, the Employer will pay the employee for the full length of the leave requested by the Union. The Employer will bill the Union for these days as noted above. The Union will pay these invoices within twenty-eight (28) days. Union leave is not unpaid leave for the purposes of Article [i.e. such leave will not affect the employee s benefits, seniority or increment anniversary date] Short Term Leave Members who are LTD trustees and Union stewards or designates may apply in writing to the Employer for short term leaves of absence for; attendance at union conventions, union courses, and union committees. The employee will give reasonable notice, which will be at least seven (7) days. The Employer will make every reasonable effort to accommodate such leave, and shall grant it subject to the ability to maintain the operational needs of the department. With the exception of members of the Union's executive, the employer is not required to grant more than twenty (20) days LOA per calendar year under this provision.

19 Negotiations and Essential Services The Employer shall grant leaves of absence to members of the Union's negotiating committee and representatives engaged in a process to determine essential services at the employer's health organization, as required. The employees involved shall give as much notice as possible Executive Council Member Members of the Union executive may apply in writing to the Employer for leave of absence to attend to Union business. The employee will give reasonable notice to minimize disruption of the department. The Employer will make every reasonable effort to grant such leave and, except where the employee's absence will significantly limit the operational capabilities of the department, the leave will be granted Union Employment Union members appointed to a paid position in the Union shall be granted an unpaid leave of absence up to one year and upon at least thirty (30) days notice in writing of the leave request. Union leave of absence in excess of one year may be granted by mutual agreement between the Union head office and the Employer. Such leave of absence shall not be unreasonably denied. Union members elected to a paid position in the Union shall be granted an unpaid leave of absence for the specific term of their appointment and upon at least thirty (30) days notice in writing of the leave request. Union leave of absence in excess of the specific term may be granted by mutual agreement between the Union head office and the Employer. Such leave of absence shall not be unreasonably denied. Mutually acceptable arrangements for leaves of absence for full-time elected union members will be made between the Union head office and the employee s Employer Legal Picket Line During the term of this collective agreement, the Union agrees that there will be no strike and the employer agrees that there will be no lock out. Subject to directives issued under provincial labour statutes, if an employee refuses to cross a legal picket line, the employee will be considered absent without pay and it will not be considered a violation of this agreement nor will it be grounds for disciplinary action. ARTICLE 6 MEDICAL EXAMINATION, PROBATION, ANNIVERSARY DATE AND SENIORITY 6.01 Medical Examination and Immunization (a) An employee may be required by the employer, at the request of and at the expense of the employer: (i) To take a medical examination by a physician of the employee s choice. (ii) To take skin tests, x-ray examination, vaccination, inoculation and other immunization (with the exception of a rubella vaccination when the employee is of the opinion that a pregnancy is possible), unless the employee s physician has advised in writing that such a procedure may have an adverse effect on the employee s health. (b) Expenses for medical examinations will not be borne by the Employer when required in the following situations: (i) For proof of illness under Article (ii) For maternity leave purposes under Article

20 Probation A regular full-time employee shall be probationary during the employee's first three (3) calendar months of continuous employment. The term "3 calendar months" is defined as the period from any given date in one month to the immediately preceding date three (3) months later. Regular part-time employees will be subject to a probationary period of four hundred and sixty-nine point eight (469.8) [four hundred and eighty-nine (489) effective September 1, 2013] hours worked or six (6) months work from the date of commencement of work, whichever occurs first. Casual employees will be subject to a probationary period of four hundred and sixty-nine point eight (469.8) [four hundred and eighty-nine (489) effective September 1, 2013] hours worked or nine (9) months' work from the date of commencement of work, whichever occurs first. A new employee hired to a department head position shall serve a four (4) calendar month probationary period. The parties agree that the probationary period shall be utilized by the Employer for the purposes of evaluating new employees in order to determine their overall ability and suitability as employees in their particular position. Probationary employees shall have the right of grievance and arbitration. If the employer dismisses a probationary employee, the employee shall be reinstated if it is shown that the termination was unreasonable. By mutual agreement in writing between the Union Head Office and the Employer, the probationary period may be extended Anniversary Date If a regular employee is retained as a regular employee following completion of a probationary period, the initial date of regular employment with the Employer shall be the employee's anniversary date for the purpose of determining benefits and increment anniversary date except as determined in accordance with the portability provisions of this agreement, Article 29.02(c) Seniority The principle of seniority as defined in this Article is recognized by the Employer. Seniority for a regular employee is defined as the length of the employee's continuous employment (whether full-time or part-time) from the date of commencement of regular employment; plus any seniority accrued, while working as a casual employee of the Employer. Seniority for regular employees continues to accrue when: 1. an employee is on WCB leave; 2. an employee is on LTD leave; (including the qualifying period) Seniority for casual employees is defined as the total number of hours worked as a casual by the employee for the Employer, plus calendar time spent (on the basis of a 36 [37.5 effective September 1, 2013] hour work week) as a regular employee. When a casual employee returns to work after a WCB claim, the employee will be credited with seniority hours based on their relative position on the casual list while receiving Workers' Compensation benefits. Seniority relates to health organization seniority only (except as modified by 29.02(e), or by mutual agreement between the parties).

21 Bargaining Unit Employees in Positions Outside the Bargaining Unit (a) The following applies to bargaining unit members (i) employed by the Employer in a temporary non-contract position; (ii) employed by the Employer in a temporary position in another bargaining unit; (iii) on an approved leave of absence while employed as an instructor at a postsecondary educational institution; or (iv) on an approved leave of absence to pursue advanced education related to the employee's profession. (b) (c) (d) (e) (f) (g) (h) (i) An employee accepting a temporary position under (i) or (ii) shall continue to accumulate seniority and shall continue to accumulate service for the purpose of severance, increments and vacation, for the duration of the position, subject to not exceeding the entitlement that would accrue to 1.0 FTE per annum. All other accumulated benefits are frozen as of the date the employee commences in the temporary position. Sick leave credits accrued while in a temporary position under (i) shall not be subject to cash-in under Article An employee on leave under (iii) and (iv) shall continue to accumulate seniority for the duration of the leave. All other accumulated benefits are frozen as of the date the employee commences the leave (i.e., service for the purpose of severance, increments and vacation shall not accrue). Temporary positions and leaves under this provision shall not exceed two years except as mutually agreed between the parties. During the first (90) ninety days in a temporary position under (i) or (ii), an employee who is found to be unsatisfactory or who finds the position to be unsatisfactory shall return to his/her former position, if available, or a mutually acceptable alternative position. Upon return from a temporary position or leave, the employee shall return to his/her former position, if available, or a mutually acceptable alternative position. The employee shall not pay Union dues during the term of the position or leave. The Employer will notify the HSPBA of bargaining unit members employed in positions pursuant to (i) and (ii) and shall provide the following: (i) name of employee, (ii) title of the position, and (iii) duration of position. ARTICLE 7 GRIEVANCE PROCEDURE 7.01 Discussion of Differences If a difference arises between the Employer and an employee, or between the Employer and the Union, concerning the interpretation, application, operation or any alleged violation of the Agreement, the employee(s) shall continue to work in accordance with the Agreement until the difference is settled Fair Procedures An employee who is called into a meeting that could reasonably result in a written warning or more serious discipline will be advised of her/his right to have a steward present.

22 Resolution of Differences The following procedure shall be used for the resolution of differences referred to in 7.01 other than for the dismissal of employees. Stage 1 An employee with a difference shall discuss it with the employee's immediate supervisor. If a settlement is not reached, the employee shall advise the Union Steward of the difference and write down the details of the grievance on the prescribed form. The grievance form shall be submitted to the grievor's immediate supervisor within 21 calendar days of the date on which the employee first became aware of the difference. Stage 2 The parties within the employer's operation shall make every reasonable effort to resolve the difference. If a settlement is not reached, then the grieving party may advance the grievance by notifying the other party in writing within 14 calendar days from the date the grievance was submitted. Stage 3 The parties, the Union's designate and HEABC, shall make every reasonable effort to resolve the difference. Failing settlement, the Union, the Employer, or HEABC may refer the matter to arbitration within 28 calendar days of the difference being advanced to Stage Resolution of Employee Dismissal Disputes Within twenty-eight (28) calendar days of the occurrence of the dismissal, a written grievance shall be presented to the Administrator or a designated representative. The grievance form shall contain the details of the dispute and will be signed by the grievor. The dispute shall then be resolved through the procedures outlined in Stage 3 of Article 7.03 Resolution of Differences Policy Grievance If a difference relative to the terms of the Agreement arises between the Union and the Employer, and does not directly involve an employee, it shall be resolved through negotiation between the Health Organization Administrator or her/his representative, a representative of the Union, and a representative of HEABC. The difference shall be discussed within 14 calendar days of its raising, and if not resolved within 28 calendar days of that date, may be referred to arbitration in accordance with Article Time Limits Time limits at Stages 1, 2, 3, or Sections 7.04 or 7.05 may be extended by the parties involved. However, if a time limit is exceeded without an extension, the grievance shall be deemed to be abandoned, subject to Section 89 of the Labour Relations Code. ARTICLE 8 ARBITRATION 8.01 Arbitration Principles (a) Either party to this Agreement may refer any grievance, dispute or difference unresolved through the procedures in Article 7 to an arbitrator. (b) The arbitrator shall have the power to determine whether any matter is arbitrable within the terms of the Agreement and to settle the question to be arbitrated. (c) The objects and purposes of this Article is to encourage an open exchange of information in the interest of resolving disputes, and to provide a fair and expeditious resolution of grievances.

23 13 (d) (e) (f) (g) (h) (i) (j) The parties agree to take all reasonable steps to ensure that grievances which are referred to arbitration shall be dealt with without undue delay. At least thirty (30) days prior to the date of an arbitration hearing the parties shall meet to disclose fully each party's case and to seek to resolve the grievance. Each party will set out for each grievance its understanding of the matter in dispute, including its position on the facts in dispute and the relevant law. The parties will seek to narrow the issues of fact and law in dispute, and will conclude agreements on fact to the degree that they can agree. The decision of the arbitrator shall be final and binding on both parties. The expenses and compensation of the arbitrator shall be shared equally by the parties. The Employer shall grant leave without loss of pay to an employee called as a witness by an arbitrator, provided the dispute involves an Employer, and, where operational requirements permit, leave without loss of pay to an employee called as a witness by the Union Full Arbitration Process (a) Either party may refer a matter to arbitration under the full arbitration process by notifying the other party of its intent to arbitrate and the arbitrator(s) it proposes from the following list of approved full arbitration process arbitrators: 1. David McPhillips 2. Mark Brown 3. Joan Gordon 4. John Hall 5. Judi Korbin 6. Vince Ready 7. Wayne Moore 8. Colin Taylor 9. John Kinzie 10. Stanley Lanyon (b) The recipient of the referral and the notice to arbitrate shall respond within fourteen (14) calendar days regarding the proposed arbitrator(s). If the parties do not reach agreement on an arbitrator within a further thirty (30) calendar days, either party may request the appointment of an arbitrator pursuant to Section 86 of the Labour Relations Code. (c) The parties recognize the importance of the timely resolution of matters referred to full arbitration and accordingly agree to strictly adhere to the timelines set out in Article 8.02(b) Employee Dismissal/Suspension Fast-Track Arbitration Process (a) The parties recognize the need for timely and efficient resolution to disputes arising from employee dismissals or suspensions for five (5) days or longer, and to utilize arbitrators who are approved by the parties to resolve and adjudicate such disputes. Grievances pertaining to such disputes that remain unresolved following the Stage 3 grievance meeting may be referred to fast-track arbitration process. Upon receipt of either party s notification of such a referral, HEABC and the Union shall select an arbitrator on a rotational basis from the following list of approved fast-track arbitrators: 1. Judi Korbin 2. Mark Brown 3. David McPhillips 4. Joan McEwen 5. Wayne Moore

24 14 (b) (c) (d) (e) Unless the parties agree otherwise, the fast-track arbitration process shall consist of two stages: 1. a mediation and case management session conducted by the fast-track arbitrator; and 2. where required, a hearing of the merits conducted by the fast-track arbitrator. The fast-track arbitrator shall commence a mediation and case management session within thirty (30) days of notification of her or his appointment. If an arbitrator who would otherwise be appointed on a rotational basis is not available to commence the mediation and case management session within thirty (30) days, the parties shall select the next fasttrack arbitrator from the list who is available to do so. If the parties are unable to resolve the dispute during the mediation and case management session: 1. a hearing of the merits shall commence within thirty (30) days of the completion of the mediation and case management session; and 2. the fast-track arbitrator may direct the parties to take reasonable steps as specified by the arbitrator to expedite the hearing of the merits. It is understood that it is not the intention of HEABC and the Association to refer disputes arising from employee dismissals or suspensions for five (5) days or longer to expedited arbitration under Section 104 of the Labour Relations Code Expedited Arbitration Process (a) Any grievance is eligible to be referred by a Union or an Employer to the expedited arbitration process described below unless the grievance: 1. concerns a dismissal; 2. concerns a rejection on probation; 3. is a policy grievance; 4. requires interpretation of the collective agreement; 5. requires presentation of extrinsic evidence; 6. is expected to produce a preliminary objection unrelated to the eligibility or suitability for expedited arbitration; 7. concerns classification matters; or 8. is determined to be otherwise unsuitable for expedited arbitration. (b) Any objection to a grievance s eligibility for expedited arbitration will be decided by the expedited arbitrator selected to hear the grievance. If she or he determines that the grievance is not eligible for expedited arbitration it may be heard by another arbitrator under the full arbitration process set out in Article (c) The expedited arbitrators shall be selected on a rotational basis from the following list: 1 Judi Korbin 2. Mark Brown 3. Stanley Lanyon 4. Corinn Bell 5. Julie Nichols (d) The expedited arbitrator shall commence the hearing within thirty (30) days of notification of her or his appointment. If an expedited arbitrator who would otherwise be appointed on a rotating basis is not available to commence an expedited arbitration within the thirty (30) days, the parties shall select the next arbitrator from the list who is available to commence an expedited arbitration within thirty (30) days.

25 15 (e) (f) (g) (h) (i) (j) (k) (l) The above named expedited arbitrators shall be used on a rotational basis at each Health Authority/Health Organization. As the expedited arbitration process is intended to be informal, outside legal counsel will not be used to represent either party. Employers may use HEABC staff to represent them. All presentations are to be short and concise and are to include a comprehensive opening statement. The parties agree to make limited use of authorities during their presentations. Prior to rendering a decision, the expedited arbitrator may assist the parties in mediating a resolution to the grievance. If mediation fails, or is not appropriate, a decision shall be rendered as contemplated herein. The decision of the expedited arbitrator is to be completed on the agreed to form and mailed to the parties within seven (7) days of the hearing. All decisions of the expedited arbitrators are to be limited in application to that particular dispute and are without prejudice. These decisions shall have no precedential value and shall not be referred to by either party in any subsequent proceeding. All settlements of matters referred to expedited arbitration shall be without prejudice. It is understood that it is not the intention of either party to appeal a decision of an expedited arbitration. ARTICLE 9 VACANCY POSTING 9.01 The Employer agrees that when a vacancy occurs for a position covered by the union certification, the Employer will give union members in the Health Organization first consideration in filling a vacancy. Where first considered applicants are not appointed to a vacancy, they will be given a verbal explanation as to why their application has not been accepted, if the employee so requests. The Employer may implement electronic job postings and employee application for job posting in place of or in conjunction with paper posting The employer will post notice of vacancies for positions covered by the union certification. The notice will be posted, where employees can see it, for at least ten (10) calendar days before the closing of the competition. The employer agrees to post notice of temporary vacancies of four (4) months duration or longer. A regular employee who bids into the vacancy will revert to her/his previous position on the expiry of the temporary vacancy. A casual employee who bids into the vacancy will have her/his status changed to regular for the duration of the vacancy and will revert to casual status on the expiry of the temporary vacancy. The notice of vacancy will provide the following information: a summary of the duties commencement date required qualifications classification/salary grid level full-time or part-time hours of work In the case of temporary positions of four (4) months' duration or longer, the notice will include the expected duration of the position.